Currently there is limited discussion on the use of MOOCs (Massively Open Online Courses) for organisational or employee learning. Given that MOOCs are being dubbed a game changer in the academic world, Learning Café did some thinking and made this call:
MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. It offers cost effective solutions for organisations with the benefits far outweighing the challenges. L&D/HR need to be proactive in exploring and including MOOCs in learning strategies.
To back this call, Learning Café formed a working group – MOOCs@Work comprising of experienced learning practitioners from leading organisations including Suncorp, QBE, IAG, Red Cross Blood Services, Royal Australasian College of Physicians etc. The working group has been hard at work exploring, developing a framework and methodology for effective deployment for employee learning.
This online webinar presents the work done so far and provides direction for Learning/HR who are considering including MOOCs as an employee development. Webinar covers:
A framework to deploy MOOCs for employee learning as part of the learning strategy and design.
How NBNCo plans to incorporate MOOCs in their learning strategy and processes.
The fours scenarios of how using MOOCs for employee learning will play out.
Panel discussion on the opportunities and challenges of using MOOCs for employee learning.
Tim Drinkall - General Manager Enterprise Training at NBN Co LimitedMichelle Ockers Learning CafeJohn Forrest Learning Cafe
Jeevan Joshi Learning Cafe Knowledgeworking
Panelists
Tim Drinkall – General Manager Enterprise Training at NBNCo Limited – Tim has over 18 years leadership experience in Learning & OD for organisations such as Telstra, AGL and Origin.
Michelle Ockers – National Supply Chain Technical Capability Manager at Coca-Cola Amatil – Michelle is an experienced Learning professional, with depth in learning strategy and program development and implementation, project management, stakeholder management and change management.
John Forrest - Director of Extreme Impacts and Allestis. John is a serial entrepreneur recognised for his expertise in scenario planning.
Jeevan Joshi – Founder – Learning Cafe & Director – Client Solutions Director Upside Learning. Jeevan is an experienced Learning and HR practitioner who is passionate about enhancing the capabilities of Learning professions and the digitisation of the Learning function
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MOOCs for Employee Learning – Practitioners View – Online Forum
1. Learning Cafe Call
MOOCs
@Work
8 October 2013
Online Trends Forum
MOOCs (Massively Open
Online Courses) can be a
mainstream employee
learning option. It offers cost
effective learning with the
benefits far outweighing the
challenges. L&D/HR need to
be proactive in exploring and
including MOOCs in learning
strategies.
1
2. Welcome
180+ Registrations from 75 organisations
2
3M Australia
AIPE
Allestis
AMP
ANZ
ATO
Aust Red Cross Blood Service
Australian Learning Group
Australian Public Service Commission
Bendigo and Adelaide Bank
IntoLearning
Canberra Institute of Technology
CBA
Certitude
Charles Schwab
City West Water
Coca Cola Amatil
Cochlear
Cornerstone OnDemand
CS&HISC
CUB
Deloite Consulting
Deloitte Tax Learning
Deloitte Touche Tohmatsu Limited
DSDBI
Gazal
Headspace
HR Consultant and Collaborative Coach
Hunter New England Health
Hurix Systems
Infosys Limited
Inland Revenue
Innovation Factory Singapore
iNS Career Management
IP Australia
JM Family Enterpises, Inc.
King & Wood Mallesons
Learning Plan
Lend lease
McGrathNicol
MCI
Ministry for the Environment
MK education
NAB
Newcastle Permanent
Panduit
Parramatta City Council
Philips Electronics
Presence of IT
Purple Learning
PwC
QBE
RBS
RMIT University
Shift Matters
Simbound
Sinclair Knight Merz
Skillsoft
South WestTAFE
Suncorp
SunGard K-12 Education
SW Tafe
TAFE NSW
TAFE SA
Telstra
The Retreat York
TP3
Transport for NSW
University of Sydney
University of Tasmania
Upside Learning
UTS
Vantage Path
Westpac Group
YourSigma
Next webinar
MOOCs for Workplace
Learning – The Mechanics
•Building a business case
•Case study
•ADDIE of MOOCs
•How much can it & will it disrupt current
corporate training business.
Register - http://bit.ly/moocsatwork2
Annual round up
Looking back at 2013. What is
coming in 2014
Register http://bit.ly/lcafe2013
12
Dec
7
Nov
3. Agenda
• About MOOCS at Work & Learning Cafe
• Jeevan Joshi, Learning Café – 12 mins
• Future Scenarios
• John Forrest, Impact Challenges & Allestis -13 mins
• Using MOOCs at NBNCo
• Tim Drinkall, General Manager- Enterprise Training NBN Co Limited - 15 mins
• Discussion – MOOCs at Work
• Moderated by Michelle Ockers, National Supply Chain Technical Capability Manager -
15 mins
• Q&A - 5 mins
3
6. Learning Café UnConference 2014
• A professional development event with a difference – 20 Feb 2014, Sydney.
Focus on
Performance
Effective
Learning
Developing
our profession
Leveraging
Technology
Synthesis &
Integration
Streams
No exhibitions or stalls.
Limited seats – 160
95% wanted to come back next year.
Innovative structure
Contemporary topics and trends
Theme – Learning to be Agile – Lessons from disruptors
8. Working Group
• Anish Lalchandani- Standard Chartered Bank
• Chris Bessell-Browne – Qantas College
• Colleen Lai-– McGrathNicol
• Craig Bingham-Royal Australasian College of Physicians
• David Le Page-Director- 3timesP Pty Ltd
• Jasmine Malki- Holding Redlich
• Jeevan Joshi – Learning Café
• Jenni Reid– Suncorp
• John Forrest – Allestis & Extreme Impacts
• Kirsty Smith – Qantas
• Lee Kirby – The Australian Red Cross Blood Service
• Lisa Henderson – QBE
• Michelle Ockers- Coca-Cola Amatil
• Nicola Atkinson – Ashurst
• Ryan Tracey - AMP
• Scott Raymond- L&H Group
• Sian Hartnett – KPMG ASPAC
• Siobhan Singh- The Australian Red Cross Blood Service
• Sunder Ramachandran- Jardine Lloyd Thompson
• Susan Naylor- The Australian Red Cross Blood Service
8
• Tim Drinkall-GM – Enterprise Training – NBNCo
• Peter Hall- Head of L&D – Australia and Asia Pacific –
QBE Insurance
• Michael Eichler-Head of Leadership Development &
Learning (Direct Insurance)- IAG
• Julie Catanach-Executive Manager Learning,
Organisational Design and Development – Suncorp
Advisory Group
MOOCs (Massively Open
Online Courses) can be a
mainstream employee learning
option. It offers cost effective
learning with the benefits far
outweighing the challenges.
L&D/HR need to be proactive in
exploring and including MOOCs
in learning strategies.
The Call
9. MOOCs@Work (www.moocsatwork.com)
9
Discovery
• Formation of
Working Group
• Undertake
MOOC
Conceptualisation
• Develop
framework
• Collect data on
experiences –
Impact
Challenges
• Think about
each aspect of
framework i.e.
evaluation
• Face to face
session.
• MOOCS
Roadmap for
L&D
Dissemination
• Webinar to
update
community on
progress
• Develop white
paper & blogs
• Release at
UnConference.
• Spread the
word in
conferences
and forums.
Oct
Nov &
Dec
Feb
Jun
Jul
Aug
Sep
Oct
Oct
Nov
11. MOOCs to Learner Approaches
11
DIY Facilitated Organised
Laissez
faire
Learners
search for
MOOCs on
internet
Complete
Reporting in LMS
Learners go
to a portal set
up by L&D
Complete
Learners go to a
portal or
recommendations
pushed by LMS
Share with
internal
community
Complete
Share with
internal
community
Learners gets
personalised
recommendation
& supported by
L&D
Self Report Self Report Self Report L&D Report
12. MOOC Maps for Roles & Professions
http://bit.ly/lcafemoocs
12
14. MOOC Specific Focus
• Assuming Massive, Open, Online Courses are, by definition,
‘en mass’ – beyond the company context
• What are the key disruptive differences of MOOCs
• Inexpensive (economies of scale change L&D business models)
• Wide variety of content (growing ever wider)
• Easily accessible and more immediate availability (towards ‘on
demand’)
• Difficult to assure quality (is it easy now?)
• Learning goals and evidence not subject to business scrutiny or
alignment (are they now?)
• No (business) control over audience make-up
• Interaction with broader audience, work shared openly
• Is it about control?
• Is this a threat to current bespoke, custom, closed approaches
which have struggled to deliver measurable results?
15. Scenario Drivers - Key decisions
Who will play these roles?
What will be the roles of the intermediaries between the MOOCs and Learners and the business?
How do you see your current considerations?
Experimentation
Tactical projects within an existing L&D
Program / Strategy
Strategic as part of a L&D Transformation
If so, how will they be made available and managed?
Are MOOCs available for your workplace learning requirements?
What are the costs and benefits of MOOCs over existing alternatives (if
there are any)?
17. #1 – MOOCs Not Ready
• MOOCs do not now (and are
not likely in the next 3 years
to) offer a viable alternative to
existing course solutions
• Over-hyped, unrealistic, can’t
deliver
• MOOCs go for lowest common
denominator mass markets –
Workplaces have narrower,
higher quality requirements
• Continue to evolve in-house
L&D maturity, use technology,
outsource some content
delivery and development but
keep business control
• MOOCs are viable but L&D
• L&D apply existing training
management / mind-set to
MOOCs
• L&D professionals are dis-
intermediated as managers
allow Learners to go direct to
MOOC providers
• L&D budgets are redirected to
business managers for
discretionary spend
• With lower budgets, L&D
function struggles to
demonstrate any measurable
outcomes
#2 – L&D Raise the
Draw Bridge
18. #3 – Learners Not
Ready (L-Plates)
• MOOCs are viable but Learners
do not have discipline, skills and
motivation to self-drive
• L&D professionals are still
heavily involved as
intermediaries.
• L&D spend more time managing
MOOC than they would
managing own content creation
• Management overheads offset
low cost of MOOCs
#4 – MOOCs Take
Over Guild Halls
• MOOCs are viable
• Rise of an alternate intermediary,
displacing business L&D
• Professional associations drive
standardisation and endorse
MOOC catalogues
• Learners receive most structured
training through professional
association, union etc..
• L&D professionals migrate away
from the business and into
professional development
organisations
19. #5 – L&D Adopt, Adapt and Evolve
• MOOCs are viable
• L&D professionals identify a value adding facilitation
and curation roles
• Provide governance and quality assurance over
portfolios of largely Learner self-service MOOC
offerings
• Business L&D focuses on the high value, low volume
opportunities for specialist intervention
• Business view MOOCs as one of the outsourced
products/services enabled and managed by the
business L&D function
20. Impact Challenges
• Short-form scenario based decision making ‘challenges’
to Learning Café members which explore a context from
different role perspectives
• Encourage scenario based decision making and
consideration of enablers and constraints on possible
future directions
• Open for group to share thoughts and experiences
21. Scenario Based Study Program
9/10/2013 Impact Challenges 21
CONTEXT
MOOCs (Massively Open Online Courses) can be a mainstream employee learning option.
You are playing the role of an L&D Manager
You learn from a contact in HR that a business unit
manager has funded MOOC enrolments for their staff
out of the unit’s operating budget and allowed a few
hours of week study time.
The same unit manager recently refused to contribute a
share of their budget to an integrated corporate training
program.
What do you do?
What policies, if any, can determine whether the unit
manager’s initiative is within business guidelines?
Focus Role: L&D Practitioner
Impact Roles: Manager, Business
Scenarios: #4 MOOCs Take Over
Situation